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Human Resource Management

Work Sample and Simulation

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Reliability and Validity

Explain what is meant by

reliability and validity. Explain how you would go about

validating a test. 1.

3.

2. Cite and illustrate our testing

guidelines. 4. Give examples of some of the ethical

And legal consideration in testing

5. List eight tests you could use for

employee selection and how you would use them

• Describes the consistency of scores

obtained by the same person

when retested with the identical or

alternate forms of the same test.

• Are test results stable over time?

Basic Testing Concepts Reliability

Validity

• Indicates whether a test is

measuring what it is supposed to

be measuring.

• Does the test actually measure

what it is intended to measure?

Types of Validity

Criterion validity Content validity

Types of

Test Validity

Evidence-Based HR:

How to Validate a Test

1

Relate Your Test Scores and Criteria: scores versus

actual performance

Choose the Tests: test battery or single test

Steps in Test Validation

Analyze the Job: predictors and criteria

Administer the Test: concurrent or predictive

validation

2

3

4

Cross-Validate and Revalidate: repeat Steps 3

and 4 with a different sample

5

Examples of Web Sites Offering Information

on Tests or Testing Programs

• www.hr-guide.com/data/G371.htm

Provides general information and sources

for all types of employment tests

• http://ericae.net Provides technical information on all types

of employment and nonemployment

• tests.www.ets.org/testcoll

Provides information on over 20,000 tests

• www.kaplan.com

Information from Kaplan test preparation

on how various admissions tests work

• www.assessments.biz One of many firms offering employment

tests

FIGURE 6–3 Expectancy Chart

Note: This expectancy chart shows

the relation between scores made

on the Minnesota Paper Form

Board and rated success of junior

draftspersons.

Example: Those who score between

37 and 44 have a 55% chance of

being rated above average and

those scoring between 57 and 64

have a 97% chance.

TABLE 6–1:

Testing Program Guidelines 1. Use tests as supplements.

2. Validate the tests.

3. Monitor your testing/selection program.

4. Keep accurate records.

5. Use a certified psychologist.

6. Manage test conditions.

7. Revalidate periodically.

Takers’ Individual and Test Security Under the APA’s standard for educational and psychological

tests, test takers have the following rights:

Test

• The right to the confidentiality of test results.

• The right to informed consent regarding use of these results.

• The right to expect that only people qualified to interpret the scores will

have access to them, or that sufficient information will accompany the

scores to ensure their appropriate interpretation.

• The right to expect the test is fair to all. For example, no one taking it

should have prior access to the questions or answers.

Legal Privacy Issues

Defamation Libeling or slandering of

employees or former employees

by an employer.

1 2 Avoiding Employee

Defamation Suits 1. Train supervisors regarding the importance

of employee confidentiality.

2. Adopt a “need to know” policy.

3. Disclose procedures impacting

confidentially of information to employees.

How Do Employers Use Tests at Work? ?

Major Types of Tests

• Basic skills tests

• Job skills tests

• Psychological tests

1

2 Why Use Testing?

• Increased work demands = more testing

• Screen out bad or dishonest employees

• Reduce turnover by personality profiling

FIGURE 6–4 Sample Test

Computerized and Online Testing

Online tests • Telephone prescreening • Offline computer tests • Virtual “inbox” tests • Online problem-solving tests

Types of Tests • Specialized work sample tests • Numerical ability tests • Reading comprehension tests • Clerical comparing and checking tests